Techniques to Positive Criticizing

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Techniques to Positive Criticizing

Techniques to positive criticizing involve giving an employee or coworker feedback that they can then use to improve performance. Find out about techniques to positive criticizing with help from an expert in peak performance training in this free video clip.

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Hi there. My name is Joe Homs, and I’m an internationally-recognized business consultant, serial entrepreneur, and the founder of The Super Human Project. In this video, I’ll show you a technique for positive criticizing. When you criticize someone positively, they tend to take the criticism and actually change their behavior. Now, before we get to that though, one piece of advice: It is useful to believe that the way people behave is always motivated by some positive intent. Most people don’t do things maliciously, so keep that in mind when giving criticism. You’ll be obeying the golden rule of criticism: Do it the way you would want to be criticized. Alright, so, on to the technique. The first thing you want to do when criticizing someone is to focus, again, only on their behavior. Focusing on their personality or their intentions is really not a good tactic. Focus on what they’re really doing. Next, make sure you have a personal, face-to-face communication if possible. Electronic communication, like e-mail, can be misinterpreted by the other person, and your efforts will be lost, and may even backfire. So, an important thing to consider is the person’s state of mind. Always deal with emotion. In order to change someone’s mind, you first have to change their mood. So, making someone happy, getting them to laugh, feel calm, or in any other resourceful state of mind, is critical to making any criticism stick. This means that some people will appreciate you for being very direct. And, when you take a more soft approach, it’s time for you to determine what kind of a person you’re dealing with. Now, a good way to tell is how they criticize other people. When criticizing, start looking for clarity. Make sure you understand the person’s behavior and how they’re choosing to do something. You may have to clear up their understanding of a situation, and may not even criticize at all. My favorite tactic is to ask questions about their behavior, the situation, and even how they think other people reacted or were feeling. That way, you can tell where to go next. So, after you know about the situation, giving direct advice may be the correct route, but more often than not, helping the person see for themselves how the situation or behavior could change, will get you better results. To have them see that, focus on their intention. Ask them what’s important to them about acting the way that you’ll figure out quickly why they’re doing something. Another question to ask is, what they were trying to accomplish. Once you have an intention, there is always another behavior that will get them the same intention they’re looking for, but in a more socially acceptable way. In order to do this, you could play thought experiments with them. Or, have them come up with new and better things to do. Keep their focus on the intention, and they’ll come up with something eventually. So, now, instead of criticizing, you’re collaborating to come up with better ideas to get the person exactly what they want in a better, easier way, and who wouldn’t want that? So, have fun with people, and realize that if you have a desire to criticize someone, it’s much more fun and useful to help them get what they want in a better way that will actually stick.